Essays on An Investigation of Employee's Job Attributes Preference in China Research Proposal

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The paper "An Investigation of Employee's Job Attributes Preference in China" is an outstanding example of a management research proposal.   Many studies have been carried out to ascertain job attributes preferences among employees. Most of these studies have been limited to single attributes and mostly used students from higher learning institutions as participants (Mustaine & Tewksbury, 2002). The limitations of studies on single job attribute preferences are mostly less informative since job choice is a multifactorial decision-making process (Judge & Bretz, 1992). Thus there is the interaction of different attributes and therefore they need to be studied together to ascertain the contribution of each in the decision-making process (Antoniuos & Whitman, 1995).

Furthermore, the use of students as participants has been criticized by many others because students lack job experience and in most cases are incapable of evaluating jobs more efficiently as experienced workers (Bokemeier & Lancy, 1986). None of such studies covering employees in China has been done. This study aims to investigate the job attributes preferences among employees in China. The study explores the reasons behind the attraction of different employees to different firms within China.

The study also aims to find out the values of an ideal job, socio-psychological factors, career orientation, and sex-role orientation among employees in China. Previous studies have mainly concentrated on students who in most cases lack job experience and therefore this study will be appropriate in providing limelight in the real situation by using employees from different companies within China. Literature review Job attribute preferences have been linked to gender differences by many researchers. Two main factors have been cited to be behind this linkage (Judge & Bretz, 1992).

First, this has been attributed to sex-role socialization. It is believed that this creates a distinction between the roles of men and women. The factor behind gender differences in job attribute preferences has been linked to discrimination and prejudice, which have been known to influence the women’ s status in the economy. Normative social expectations have been found to influence the decision of choice of job (Wang, 1998).

References

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Betz, M. & O’Connell, L. 1989. Work Orientations of Males of Females: Exploring the Gender Socialization Approach. Sociological Inquiry, 59, pp. 318-330.

Bokemeier, J. & Lancy, W. 1986. Job Values, Rewards, and Work Conditions as Factors in Job Satisfaction among Men and Women. The Sociological Quarterly, 28(2), pp. 189-204.

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Fisher, C. & Yuan, A. 1998. What Motivates Employees? A Comparison of US and Chinese Responses. The International Journal of Human Resource Management, 9(3), pp. 516-528

Judge, T. & Bretz, R. 1992. Effects of Work Values on Job Choice Decision. Journal of Applied Psychology, 77(3), pp. 261-271.

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Lin, N. & Xie, W. 1988. Occupational Prestige in Urban China. American Journal of Sociology, 93, pp. 793-832.

Mustaine, E. & Tewksbury, R. 2002. Workplace theft: An analysis of student-employee offenders and job attributes. American Journal of Criminal Justice, 27(1), pp. 111-127

McKeen, C. & Bu, N. 1998. Career and Life Expectations of Chinese Business Students: The Effects of Gender. Women in Management Review, 13(5), pp. 171-183.

Wang, J. 1998. The Evolution of the PRC’s Policies Governing College Graduate’s Employment. Issues and Studies, 34(3), pp. 25-50

Xie, J. 1996. Karasek’s Model in the People’s Republic of China: Effects of Job Demands, Control, and Individual Differences. Academy of Management Journal, 39(6), pp. 1594-1618.

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